The “glass ceiling” is a term that is used to define the way in which women ultimately reach a point in their career that they are not allowed or expected to proceed above. Naturally, the mere existence of such a “glass ceiling” portends a degree of sexism and bias with…
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It should not be misunderstood by the reader that the glass ceiling is specific to the legal realm. Instead, a more nuanced and broad understanding of the glass ceiling within the legal field does not detract from the glass ceiling as it exists for other industries and professions; rather, it merely helps to underscore the fact that glass ceiling exists within many different professions and specialties.
The gender representation within law offices around the country is recognizably skewed. Males outnumber females at a rate of nearly 10:1 in some states. This is is an interesting topic as it is indicative of a more nationwide trend and less culturally dependent and/or bound than the ways that the glass ceiling might be exhibited within other sectors of the economy (Bowling et al., 2006). Examination of such a determinant is necessary and important as it gives key insights into the broad/over-arching definitions of the glass ceiling as is evidenced through a large cross-section of our current society/government.
Yet beyond merely a lack of representation within the legal field, the more pertinant issue with regards to the research topic at hand is with regards to the upward mobility that women experience within such a field (Guyot, 2008). Even a cursory level of analysis with Linda one to suspect that since females comprise such a very small percentage of the legal field, they might necessarily be promoted and experience success much the same degree as their male counterparts (Smith & Crittenden, 2012). However, an inherent bias is indicated to exist due to the fact that even though women make up less than 10% of this industry, they are overly represented within the lower positions and number of studies have indicated they are unlikely to be promoted throughout the course of their career; as compared to their male counterparts (Hoobler & Lemmon, 2009). Furthermore, the researcher denotes the existence of a
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Women faced the compulsion of pursuing careers defined by the society as feminine. There were multiple barriers placed on the path of women who sought to advance to the level of men in different career paths. The barriers emerged based on gender only (Belton& Labor Law Group, 2004).
According to Abalos et al. (2006), these reasons include but not limited to sophisticated career trajectories, for instance workforce inequality, employment patterns that are broken and part-time employment (p. 159). This paper takes a look at the career development of adult women and the possible responses towards the issues associated with development of their career.
Civil rights activists along with women’s groups have distorted government statistics in an effort to ‘raise the alarm’ regarding the disparity of career opportunities for women as compared to their male counterparts. The ‘glass ceiling’ is a flawed expression founded on distorted facts and actually did not ever exist.
According to the writer, an African American, Barrack Obama is the Chief Executive of the nation, while the one heading the State Department is Hilary Clinton, a woman. Despite these statistics, glass ceiling still exist. Hispanics, Blacks and American Indians represent around 30% of the population; but, only 3% hold management positions.
Study refers to the disparity of employment between African-American women with other Hispanic races in the United States. This study finds it ironic that in this age of technological advances and modernization, the perception of racial discrimination in the workplace still exists.
The Glass Ceiling within the Law Field The Glass Ceiling within the Law Field
The “glass ceiling” is a term that is used to define the way in which women ultimately reach a point in their career that they are not allowed or expected to proceed above.
n illustrated by the symbol ‘glass ceiling’, a see-through wall which stops women from reaching the topmost of the corporate ladder (Palmer & Simon, 2010). According to Bombuwela and Chamaru (2013), the shortage of women in higher corporate positions is associated with